Small firms beat staff crisis – using an army of older workers

Thousands of companies are struggling to hire new staff as the number of job openings nears an all-time high of nearly 1.5 million. But a growing number of companies are adapting to attract and reap the benefits of older workers.

As many as 150,000 people over 50 returned to work last year after taking a break during the pandemic, according to official figures released last week. But there are still hundreds of thousands of experienced older workers who have yet to be tempted to return.

Kerry McGowan, from The HR Specialists, has worked in recruiting for decades and believes employers need to make more of an effort to understand what older workers value if they are to lure them back into the workplace.

Flexibility is essential – and often more important than salary, says McGowan. “People in their 50s and 60s often rely on childcare and may also care for elderly parents,” she says. “Companies often fail to offer a flexible role when recruiting, so they miss out on that experience.”

Flexible working is the single most important measure an employer can offer to support and attract older workers, according to a recent survey by insurer Canada Life. Part-time opportunities and policies against age discrimination are also appreciated. McGowan adds that employers need to watch out for unconscious biases when recruiting to ensure that older workers aren’t unfairly delayed or excluded. For example, she calls application forms that irrelevantly emphasize age or education dates and qualifications.

“People are still told they are ‘too experienced’ for a role,” says McGowan. ‘What does that mean? Similarly, asking about a candidate’s previous salary may exclude them from a position where money may be less of a consideration than a better work-life balance.”

Claire Neale, 58, has recently started a new role as an apprentice chef at Fuller’s Cromwell Arms pub in Romsey, Hampshire. She had worked as head of housekeeping for five years, but wanted something different.

‘I was the oldest student at about 30 years old – they called me Momma Claire! But everyone really supported me,” she says. “My new role is much more fulfilling and it was great to have a challenge again and to inspire my own children. Next year I will follow the patisserie and confectionery course. I don’t think I ever want to stop learning.’

Dawn Browne, people and talent director at Fuller’s, said: ‘We are actively seeking senior team members and are delighted to see them join us, both in full-time roles and apprenticeships. We believe that you are never too old to learn new skills and that the older generation is often best placed to motivate, support and inspire younger colleagues.’

More and more companies also recognize the value of older employees. ‘Companies such as Wickes, B&Q and Tesco have long recognized the benefit of people with knowledge and experience, but now it is also about communication skills,’ adds McGowan. “Older people are more comfortable talking to customers and can show younger people how to deal with customers in the same way.”

Rest Less, a fast-growing digital community for the over 50s, offers job opportunities for ages inclusive on its website. There are currently over 52,000 adverts live, from employers such as Lloyds, Sky, Metro Bank and the NHS.

Sophie Gilmore is general manager of energy training provider HybridTec, which has a large proportion of its senior workforce. ‘Older people not only have more experience, but are also more resilient, empathetic and critical. Young people can learn from that,’ she says. ‘Younger employees also find the stories about how life used to be fascinating!’

Oliver Rudd, 19, an apprentice at HybridTec, has colleagues in their sixties and seventies. He says, ‘Learning and working with older peers has had a positive impact on me. They share their sector knowledge and experience. They also take pride in their work and their professionalism is something I strive for.’

Former financial services consultant Clara Challoner Walker founded Cozy Cottage Soap in Malton, North Yorkshire, in 2017 with her husband Philip. Clara was approaching 60 and was eager for her business, which makes handmade soaps and personal care products, to reach people who might find it more difficult to find work because of their age.

OF her 16 permanent employees, more than half are between 50 and 60, and Clara says her staff and her business have benefited.

“One of the great things about employing older people is that they have a richer life experience that they’re happy to share with younger people,” she says. “They tend to be more willing to help others, are good at building team spirit, are committed to the role and like to mentor younger employees.”

She adds that staff value working beyond retirement age to supplement their pensions as the cost of living rises. It also means staying active and interacting with younger people every day.

Simon Cooper, 62, has been with Cozy Cottage Soap for three years and says he enjoys learning new skills and working with other people. ‘I’ve been an independent illustrator for years and it’s quite a lonely existence,’ he says. “It’s nice to have a steady income instead of the ups and downs of being a freelancer.”